Sorry, it’s not working out…

As unemployment rates are rocketing sky high as businesses around the country are struggling to remain open, it would only seem fitting to dedicate some time to clearing the uncomfortable stigma surrounding making redundancies.

It can never be classed as an easy thing to do to make someone redundant, however in these difficult times it has become common knowledge that it is becoming more and more necessary to make the move.

How can I break it to my employee?

There are, however, methods of making the “talk” slightly easier to deliver.  Such methods would be highly necessary especially when working within such close proximity to the employee, as is often the case within small business environments.

The first concern for an employer to consider is the feelings of the employee and how the redundancy will affect them.  According to the director of Reed Consulting, Jo Lindsay, the key is to be clear and concise.

“You must let them know what’s going to happen next and the timescales involved in the procedure. It’s never going to be a pleasant process but this can help them mentally prepare for what’s coming,” said Lindsay.

“A series of meetings as to why [the person] is being made redundant, as opposed to just covering the basic legal requirements, will also make them feel more involved in the process and give them a chance to air any grievances properly.”

As Lindsay discusses, by explaining the reasons behind the decision are vital for the employee to experience as much closer towards the position as possible.

You took a 45 minute lunch break…get out!

It is also important to make sure you are selecting the correct employees for dismissal.  It is necessary for an employer to put their feelings aside and to focus on making a clear and objective judgement.

Although we are in a recession and times are tough, this unfortunately is not an excuse to throw out the less-loved employees.  Analysts claim that by having a points-system in place for example would be a simple way of making such an objective decision.

The law is a tricky issue surrounding redundancies and an employer must not make of dismissing an employee for some minor mistake, as the next steps will be taken in court.

Let’s just breathe…

A soft tone never went amiss in these situations.  Planning what you will say will be a very useful aid and taking care in your presentation of those words will most probably be well received.

Ceri Rodrick of Pearn Kandola Employment claims that tapping into the employee’s feelings and emotions are vital in breaking the news.

“Helping people to understand it helps them get out of the slough of despond more quickly. Just to say, ‘Here are some things you can expect to be feeling, there will be light at the end of the tunnel’ can be helpful,” claimed Roderick.

Whatever methods used when breaking the news, it is obvious that it won’t be easy.  Be calm, soft and clear and remember that life sometimes involves its ups and downs.

Maybe you have had to make some redundancies in this difficult time?  Let us, and our readers, know your own tips and maybe make the move a little easier for someone else!

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